The Middle Report
The Middle examines the reasons why BAME middle managers are not progressing to senior executive roles within large businesses operating in the UK, and what can be done about it
The Middle 2nd Edition is here!
In 2021, why are businesses still failing to reach a consensus on how to shift the dial in a meaningful way for Black, Asian and Minority Ethnic groups in the workplace?
Since the original publication of The Middle, the key barriers which stand in the way of advancement for Black, Asian and Minority Ethnic groups persist. As evidenced by the findings of the 2020 Parker Review, businesses are still using ambiguous language, lack clear strategies for pipeline initiatives, and fail to clearly endorse the business case for racial and ethnic diversity.
Although numerous companies have committed to The Race at Work Charter, the systemic barriers which block promotion opportunities for Black, Asian and Minority Ethnic employees have yet to be addressed.
It’s time to talk about it
For many, the biggest obstacle is being willing to openly discuss race within the workplace. Organisations suffer from a fear of saying the wrong thing, leading to a lack of awareness of the problem and an inability to address it.
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A Call to Action
“We are calling on company Chairs, CEOs and HR Directors to identify practices that must be stopped to avoid exacerbating issues and reinforcing barriers for minority ethnic talent progression. There is no better time to begin speaking openly about race, which is the first step towards addressing the problem. There is no quick fix; organisations must commit to the journey in order to provide assurance to shareholders and other stakeholders that deep work is being done to drive meaningful change urgently.”
Melanie Eusebe, BBBAwards co-founder
“We have seen many charters and pledges signed and publicised over the last year, but pledging is no longer enough. Senior leaders will need to surgically diagnose their HR data to identify practices and bad actors that produce differentiated outcomes for ethnic minority professionals when it comes to high profile work allocation, mobility opportunities, talent ranking, compensation and promotion. The Middle provides strategic recommendations for cultural and organisational change."
